Global Talent Development Services
– GCAP ENTERPRISE –

Rather than merely offering English or skill-based training, we propose a program that drives genuine behavioral change—enabling each employee to grow rapidly, much like an in-house entrepreneur, within a short timeframe.

GCAP ENTERPRISE is GCI’s next-generation global talent accelerator program.

We tailor each engagement to the unique circumstances of your organization.

Service Highlights

Every company has its own hiring conditions and challenges. GCI customizes our services to align with each organization’s specific needs, following three main approaches.

Total Commitment to “Behavioral Transformation” from Mindset Onward

GCAP ENTERPRISE focuses not only on knowledge acquisition, but also on fundamental mindset shifts and behavioral changes.

We carefully examine the challenges faced by managers and leaders, guiding them to update conventional thought patterns and acquire new leadership and team management methods. As participants undergo a profound internal transformation, they can sustain elevated performance long after the training concludes.

Recommended for companies that:

  • Recognize a need for sweeping mindset reform across all levels, from top executives to junior employees
  • Have managers who are clinging to traditional methods and have yet to establish new leadership styles
  • Want to foster a culture where employees think independently and take initiative
Program Design That Directly Ties Learning to “Practical Projects”

We combine coaching with real-world projects, allowing participants to immediately apply the newly acquired knowledge and skills.

By focusing on tangible challenges—such as launching new businesses or expanding abroad—this project-based approach helps participants learn through active problem-solving and achieve results through their own initiatives. With ongoing feedback from coaches, participants continuously refine and improve, ensuring the training leads to measurable workplace impact rather than being mere theory.

Recommended for companies that:

  • Want to use new businesses or overseas projects as concrete learning themes
  • Require a hands-on program that enables immediate on-the-job results post-training
  • Aim to transform their organization so employees think for themselves and take proactive action
Boot Camp–Style Development for Short-Term Intensity + Long-Term Follow-Up

GCAP ENTERPRISE offers a boot camp that rapidly elevates participants’ mindsets, skills, and behaviors, followed by ongoing support (coaching or regular check-ins) to embed these gains.

The short, intensive format is particularly powerful in critical situations that demand quick turnaround—such as launching overseas projects or reorganizing departments with minimal time to spare. Additionally, English and AI/IT training can be included to effectively cultivate leaders equipped for the global, digital era.

Recommended for companies that:

  • Need to develop talent quickly for upcoming overseas projects or new business ventures under tight deadlines
  • Seek an intensive program that creates significant shifts in mindset and skills, with continued updates afterward
  • Are navigating rapid organizational expansion or business transformation

Program Details

OBJECTIVE FEATURES CHALLENGES/CONCERNS
Young Talent Development Draw out the potential of junior-level employees and nurture them into core talent within the organization.
  • Clarify the potential each young employee holds and provide support in establishing an internal career path.
  • Particularly emphasizes building leadership qualities and problem-solving skills to facilitate ongoing growth within the organization.
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  • Junior employees are unsure of their own career goals.
  • Lack of a clear pathway to career advancement lowers motivation to grow.
  • Young employees do not yet know the leadership or skill set required for growth.
  • They struggle with how to collaborate with supervisors and colleagues to achieve results.
    		•
    Mid-Level Leadership Development Equip mid-level employees to become the next generation of leaders, thereby raising overall organizational performance.
  • Strengthen strategic decision-making abilities essential for team leaders and those who need a managerial perspective.
  • Provide frameworks for project management and leadership.
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  • Few mid-level employees feel confident enough in their leadership skills to effectively guide subordinates.
  • Uncertainty about making strategic decisions for teams or the organization.
  • Insufficient internal pipeline of future executive leaders.
  • Difficulty in motivating and setting goals for subordinates, leading to stagnating performance.
    		•
    Strategic Planning Support for Managers Enhance strategic thinking and execution capabilities necessary for management roles.
  • Deepen understanding of external corporate environments—such as selection processes, cultural expectations, required skill sets, and evaluation systems—and develop strategies for advancing one’s career (particularly at foreign-affiliated companies).
  • Formulate the mindset and action plan crucial for succeeding in these environments.
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  • Lack of confidence in making strategic decisions.
  • Uncertainty about how to formulate strategies aligned with the organization’s vision and direction.
  • Difficulty aligning team or departmental objectives with overall corporate strategy.
  • Limited experience with resource allocation or risk management.
    		•
    Coaching Skills for Managers Teach managerial staff the coaching skills needed to support employee growth.
  • Managers learn effective methods for developing subordinates and driving performance improvement.
  • Emphasis on practical coaching techniques that raise motivation and foster professional growth.
    		•
  • Unsure how to boost employee motivation.
  • Struggling with how best to support and guide subordinates’ growth.
  • Feedback does not resonate well with team members, creating difficulty in building trust.
  • Uncertain about how to lead and invest in employee development as a leader.
    		•
    Global Leadership Presence Cultivate the leadership qualities and international presence essential for thriving in a global corporate environment.
  • Strengthen understanding of selection processes, corporate culture, required skill sets, and evaluation systems at multinational organizations, providing a career-advancement strategy.
  • Craft the mindset and action plan needed to succeed particularly in international environments.
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  • Insufficient development of flexible, strategic leaders who can drive future succession planning or organizational transformation.
  • Existing programs fail to fully unlock potential in younger or newly appointed managers, creating leadership gaps.
  • Unclear career paths from junior to mid-level managerial roles, leading to decreased motivation and higher turnover risk.
  • Standardized training does not adequately address the specific challenges each level faces, causing variances in growth speed and quality.
    		•
    Women’s Leadership Development Develop women leaders and strengthen organizational capabilities by leveraging diversity.
  • Provide women with the necessary leadership skills and mindset to excel, supporting their career advancement.
  • Focus on overcoming unique challenges women face in corporate culture and societal pressures.
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  • Uncertainty about how to handle corporate culture or social expectations as a woman in leadership.
  • Feeling that there is a “glass ceiling” blocking promotions; unclear steps for upward mobility.
  • Organizations want more women to advance but don’t know how to cultivate them effectively.
  • Unsure how to build trust and influence within teams.
  • Concerned about work-life balance issues that can undermine performance.
    		•
    Enhancing Employee Engagement Improve employee engagement to boost overall organizational productivity.
  • Provide strategies to help employees maintain passion and commitment in their work, thus raising engagement levels across the company.
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  • Low employee engagement is dragging down productivity.
  • Struggling to find concrete methods to drive employee motivation.
  • Suspect that dissatisfaction or stress is negatively impacting overall engagement.
  • Poor team communication is hindering workflow and progress.
    		•
    1-on-1 Implementation Support Reduce turnover—especially among new hires—and improve employee retention through structured 1-on-1 sessions and onboarding support.
  • Offer tailored onboarding plans for employees after a job change, supplemented by regular 1-on-1 sessions.
  • Address challenges or career concerns early to boost engagement and long-term retention.
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  • 1-on-1 sessions have not yielded noticeable improvements.
  • Managers feel unsure about employees’ perspectives and provide insufficient feedback.
  • Uncertain about how frequently 1-on-1 meetings should be held or what topics to cover.
  • Unsure how to support subordinates in order to raise engagement levels.
    		•

    Please contact us here for more details of each plan

    Frequently Asked Questions

    What is GCAP ENTERPRISE?

    GCAP ENTERPRISE is a program designed to strengthen leadership and support employee skill development. It is customized based on each company’s strategic environment and the career stages of its employees, ensuring targeted, effective growth support.

    Which companies benefit most from GCAP ENTERPRISE?

    It is particularly suited for companies operating globally or those aiming for high-growth trajectories. The program is especially effective in enhancing the capabilities of leaders and managers.

    What organizational levels does it cover?

    GCAP ENTERPRISE caters to a wide range of roles—including junior staff, mid-level employees, managers, and executives—providing tier-specific support across the organization.

    How long does the program last?

    The duration is flexible, depending on your company’s needs. While the minimum can be as short as one month, most programs span from three to six months.

    How are results evaluated?

    Regular progress reviews are conducted, and outcomes are assessed at the conclusion of the program. Based on feedback and measurable performance, we propose improvements to guide the next steps.

    Consultants

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    Yusuke GENMA
    Principal Consultant

    Leveraging his bilingual skills gained through academic and Entrepreneurial experience in the United States, Yusuke has served as a manager at both global and Japanese recruitment firms specializing in global executive talents. With over 10 years of experience in the HR and recruitment industry, he has been involved in the recruitment of over 300 companies and have conducted career consulting for over 3,000 individuals.

    Yusuke has provided career consulting tailored to candidates for specialized positions, and has been committed to recruitment consulting that ranges from formulating recruitment strategies to building operations with company executives.

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    Client Testimonials
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    Consultation with Mr. Genma regarding insights into the Japanese market and approaches to recruitment positions has been extremely beneficial for our foreign company’s hiring in Japan. Especially since the Japanese market’s recruitment landscape diverges significantly from overseas, it’s crucial to consider all aspects locally to propose the most suitable methods to headquarters. However, since objective data on recruitment is not publicly available, starting from scratch can often lead to lower accuracy. By discussing our company’s unique attributes and strengths within the industry, as well as the types of candidates we resonate with and the most effective appeals, Mr. Genma provided very specific advice. This significantly increased the resolution of our approach to hiring for the positions we are recruiting for. We highly recommend his services, especially for companies with little experience in hiring in Japan or those unable to allocate time to recruitment.

    European-based tourism and activity platform company, Representative of Japan Office

    I started our relationship with Genma san as candidate alomost 20 years ago. However, we recently have more chance to interact as I am client. His work shows always different level of dedication and we can rely on. His dedication is brought to whole process of hiring, once we had offered a candidate with other bid, Genma san supported us to persuade the candidate with various aspect and successfully the candidate joined. These proven examples shows he is one of the most trustworthy recruiter within my network.

    Financial Manager of Japan Office at A British Financial Institution


    anna wada
    Anna WADA
    Brand Ambassador

    After graduation experienced international sales then started a career in recruitment agency specializing in foreign companies as a Senior Advisor. Built over 2,500 relations with candidates providing tailored career advice.

    With experience of managing a YouTube channel in the past developed branding and marketing skills through web media. Bilingual proficiency in Japanese and English.

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